[{"_1":2,"_86":-5,"_87":-5},"loaderData",{"_3":4,"_26":27},"root",{"_5":6,"_17":10,"_18":19,"_20":21,"_22":10,"_23":-5,"_24":-5,"_25":10},"user",{"_7":8,"_9":10,"_11":10,"_12":-5,"_13":-5,"_14":15,"_16":-5},"roles",[],"isAuthenticated",false,"isPremium","planName","subscriptionStatus","featureFlags",{},"insightsBudget","isDevelopmentHost","userPreferences",{},"recaptchaSiteKey","6LcvOJcUAAAAAHsB-gPGfGktcRlKpH7OTIU_dMTD","isImpersonating","impersonation","affiliateStatus","isFreedomPortal","routes/v2/article/layout",{"_28":29,"_30":31},"notFound",true,"relatedArticles",[32,74],{"_33":34,"_35":36,"_37":38,"_39":40,"_41":42,"_43":44,"_45":46,"_47":48,"_49":50,"_51":52,"_53":54,"_55":56,"_57":58,"_59":60,"_61":62,"_63":64,"_65":66,"_67":56,"_68":69,"_70":56,"_71":72,"_73":72},"mediaId",6334799,"mediaKeyId","2294181-efaa65fc8a28724b7aa2d6ebb94a2e63","parentId",2294181,"title","HR presenter outlines salary comparisons, requests $45,000 for HR software and proposes May transition to full‑time","audioSeconds",1088,"startMs",2523000,"endMs",3611000,"viewUrl","/Search/View?dp=1&key=2294181-efaa65fc8a28724b7aa2d6ebb94a2e63&start=2523&end=3611","thumbnailUrl","https://assets.pipeline.soar.com/2294181-efaa65fc8a28724b7aa2d6ebb94a2e63/thumbnail_2523000.jpg","articleUrl","/articles/6334799/Benton-County/Iowa/HR-presenter-outlines-salary-comparisons-requests-45000-for-HR-software-and-proposes-May-transition-to-fulltime","mediaUrl","https://secure.pipeline.soar.com/6334799-b8ff073be206f51be27e7710e5ad0dbf/orig.mp4?Expires=1775528609&Signature=R~JLDID14736za70a7kvMJlaoa91fMpeFQHdsPPbNFoEYcOlAPWTD7aLfmSGv80CIfYkuwZJKOMufu~UtMqITDTgcko-IgeIBX0VbdmFccXdIP~uuHaczSjAb7BX6~cuvWsayTf1nfKLBRJvghJeEh7U86Q423rNMv6FDMWIGfJO2E5z7uoYAmAm4QI0S5jxHmN-bm8Ze0QoDgS0HGuVQ2Jx2TB2Xq50zHKRgZEdDJurgv7AuT7OUeIGaIZpELidDd0M4sS7vreFPfwXXl~kNM5MMmQTjgG3D6EaajrINck06v0g8RQ6HomVpNIwnDhTv7MBlf5sgzEMxmVmltWmhw__&Key-Pair-Id=KUT5TJCACFTXG","author","Benton County, Iowa","date","2025-02-13T04:21:23Z","article","At a county meeting, Julia, the HR presenter, laid out a proposed departmental budget that kept the incumbent line for a HR director salary in place while summarizing market research showing typical starting salaries in comparable private‑sector postings around $73,000.

Julia said she had matched her qualifications against six comparable jobs and found starting salary ranges beginning near $73,000; she retained the current budgeted salary figure for now and asked the board to decide whether to move her position to full time in May. \"Most starting salary is at 73,000 at least,\" Julia said when summarizing the market analysis.

The HR package includes a $45,000 line for HR software to support onboarding and applicant tracking; Julia said she would prioritize examining the county's existing vendor (Tyler) for an integrated option before pursuing a standalone product and would verify recurring maintenance or licensing costs. She also proposed $5,000 for educational training (reduced from $8,000), $3,000 for labor‑relations consulting, and a $1,500 awards and recognition line that would support employee recognition at the annual meeting.

Board members asked Julia to gather salary comparators from surrounding counties, ISAC and other peer sources and to follow up with the county's IT lead (Ben) about integration and total cost of ownership. Julia said she plans to pursue a May date for transition to full‑time work and to take the SHRM certification exam in that timeframe.

No formal action to change the HR director line or to authorize software procurement took place at the meeting; board members asked for additional information and scheduled budget follow‑up in a work session. Julia said she would return with vendor pricing, maintenance fee estimates and regional salary data for the board's next budget review.","mediaType","Video","parentTitle","02/12/25 Board of Supervisors Meeting","oneSentenceSummary","Julia, the county HR presenter, reviewed an HR budget that includes a proposed full‑time HR director salary in line with market starting salaries (~$73,000), $45,000 for HR software, and other training and labor‑relations costs; board members asked for regional comparators and follow‑up.","taxTitle","taxId",45756,"location","headline","","shortSummary",{"_33":75,"_35":36,"_37":38,"_39":76,"_41":77,"_43":78,"_45":79,"_47":80,"_49":81,"_51":82,"_53":83,"_55":56,"_57":58,"_59":84,"_61":62,"_63":64,"_65":85,"_67":56,"_68":69,"_70":56,"_71":72,"_73":72},6334804,"Benton County discusses MHDD budget amendments and whether to keep community \"hub\" as regional funding sunsets",2118,206000,2324000,"/Search/View?dp=1&key=2294181-efaa65fc8a28724b7aa2d6ebb94a2e63&start=206&end=2324","https://assets.pipeline.soar.com/2294181-efaa65fc8a28724b7aa2d6ebb94a2e63/thumbnail_206000.jpg","/articles/6334804/Benton-County/Iowa/Benton-County-discusses-MHDD-budget-amendments-and-whether-to-keep-community-hub-as-regional-funding-sunsets","https://secure.pipeline.soar.com/6334804-59c5c881b589b7b7dc3a1ff8430ff8eb/orig.mp4?Expires=1775528609&Signature=f8Aonm-gPQeQLn2Oh502zG99vmC6KleW5aFViSMSW1DPrHG~wcX1M6~LCFIghcFTa-d24PeywKIF~-WSF-9sM6kCVNqYpSUdeYXV0XwzaQsx~OtrOSTk0kYas0w-iGsulVQbsCSO9PkNnkRSfcEJ0SeXopwsvXEByMxBq9nE9BEZnzowh27Xa7Oj4S1nzuNKvEM5SqgYubnaMN6VjP8swvwRKN-vsn-RrGXgDpZgViy7PxoW9aJImG1FRfe36-Y8gNvxIkk3DyPn4uzNce8qUXnxwYWsSUrVgqRrK0687bu69UbYfl0tG9zbeSjvEKSwgAXUcoEVTpZ7Fde2WIeN8w__&Key-Pair-Id=KUT5TJCACFTXG","Benton County supervisors on an agenda item at a recent meeting reviewed a reestimate and budget amendment request to provide spending authority through line item 2526 so the county can pay staff retention, final operating bills and other close-out costs when the regional mental health and developmental disabilities (MHDD) entity sunsets June 30.

County staff said the amendment would cover monthly retention pay for regional employees who remain until the regional dissolution date and that the reestimate includes indirect costs from the 2023 cost report, out‑of‑state training reimbursement requests, and authority to pay final invoices after June 30. \"As of June 30, we no longer have jobs,\" Hailey, county staff member, said when explaining how retention pay would be paid out month by month through the end of June.

The nut of the discussion was an unresolved question about a locally run \"hub\" — a crisis‑walk‑in/navigation service that has provided resource and referral, court and jail liaison work, and on‑site connections with organizations such as the Abbey Center and veterans services. County staff described three practical choices: (1) budget the hub as a full‑time county position for the coming year and offset it with anticipated MHDD revenues if the incoming Administrative Services Organization (ASO) honors contracts; (2) budget the hub for a temporary 6‑ to 12‑month transition period while providers and the ASO determine ongoing funding; or (3) allow the hub to sunset June 30 if the ASO or other funder does not commit.

Staff noted uncertainty about whether the ASO will fund existing contracts for six months or a full year and stressed that budgeting now would create spending authority the county can use if the ASO honors contracts or if revenues are otherwise available. \"We can create it and not use it — and that just goes well enough,\" a supervisor said, arguing that establishing the line now would avoid sudden charges to the general fund if funding falls through.

Speakers also discussed operational details if the hub continued under county authority, including whether to separate a combined veterans/social‑services navigator position back into two posts, how to treat a part‑time employee (Bethany) with a $5,000 temp cap, the fate of two hub vehicles, and how payroll accruals and late timesheets could leave the county temporarily responsible for payments until reimbursements arrive from the region or other funders. County staff said NACON (the National Council conference) attendance and related travel were included as reimbursable items in the reestimate and that those costs are expected to be reimbursed by the region if the contracts are honored.

County staff said they will rework the proposed budget as a full‑time hub scenario and bring a revised package to the board at the next meeting. The board asked staff to present numbers that show both the budget authority needed if revenue is expected and the fiscal exposure to the general fund if funding does not materialize. \"Once all other budgets are done, if there's money available, then possibly it could be funded under the general fund,\" a supervisor said; staff noted that would be a last resort.

No final vote to adopt a permanent budget for the hub occurred at the meeting. Town‑hall and regional conversations with providers and the ASO were described as ongoing; staff said the region planned to speak with providers in March and that a statewide \"disability access point\" grant application decision would be known next Friday. The board instructed staff to return with revised budget materials for review at the next scheduled meeting.","County supervisors reviewed a proposed budget reestimate and spending authority to cover staff retention pay and final expenses as the regional MHDD funding sunsets June 30; they debated whether to budget for a county-run \"hub\" position if the new ASO does not continue support.","actionData","errors"]

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HR presenter outlines salary comparisons, requests $45,000 for HR software and proposes May transition to full‑time

Benton County discusses MHDD budget amendments and whether to keep community "hub" as regional funding sunsets